Copyright © 2010, 2007, 2004 Pearson Education, Inc 1 Prepared By: Renee Brokaw University of North...

Copyright © 2010, 2007, 2004 Pearson Education, Inc 1

Prepared By: Renee BrokawUniversity of North Carolina, Charlotte

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Copyright © 2010, 2007, 2004 Pearson Education, Inc

Unit 2

Interpersonal Communication

2


Chapter 8

Enhancing Relationships

3


The Importance of Friendship

4


Friends With Benefits Relationship

• FWBR stay friend

• Don’t become involved

• Sexual component remains secret

• Relationship may be renegotiated

5


The Importance of Family

• Healthy families have :– High self-worth – Communication that is direct, specific and

honest– Rules that are flexible and humane – Open and hopeful links to society

6


Enhancing Workplace Relationships

• Interact using passive strategies first

• Begin interacting with colleagues

• Listen and respond to colleagues

• Adapt to work environment

7


Relational Escalation

8


Relational Escalation

Stage• Pre-Interaction

Awareness• Initiation• Exploration• Intensification• Intimacy

Explanation• Become aware• Initiate contact• Seek information• Depend on each

other• Self-concept

confirmed

9


Relational De-Escalation

Stage• Turmoil• Stagnation • De-intensification• Individualization• Separation• Post-interaction

Explanation• Increased conflict• Vitality lost• Decreased interaction• Limited interaction• Eliminate interaction• Lasting effects on self

10


Tensions in Relationships:Dialectical Perspective

• Relational dialectics– Interpersonal relationships constantly change– Revolve around managing tension

11


Primary Issues of Relational Partners

• Integration-Separation– Autonomy vs. Connection

• Stability-Change– Predictability vs. Novelty

• Expression-Privacy– Openness vs. Closedness

12


Managing Interpersonal Conflict

• Interpersonal conflict– Struggle between two people

13


Hallmarks of Constructive Conflict

• People change

• People interact to learn vs. protect themselves

• People don’t stay stuck in conflict

• Enhances self-esteem

• Focused on relationship vs. individuals

• Primarily cooperative

14


Destructive Conflict

• Characterized by a lack of cooperation

• Dismantles relationships

15


Conflict and Culture

Individualistic• Conflict…

– Airs out differences– Is functional or dysfunctional– Should not be repressed– Solves problems– Issues handled separately– Handled directly, openly– Focuses on problem solving

Collectivistic• Conflict…

– Damages respect– Is dysfunctional– Signals lack of self-

discipline– Fosters skilled negotiation– Issues intertwined– Handled discreetly, subtly– Focuses on face saving

16


Challenge Question

• Those in individualistic cultures believe that conflictA. Should be handled directly and openly.

B. Can be dysfunctional.

C. Should deal with substantive and relational issues together.

D. Should result in a winner and a loser.

17


Answer

• Those in individualistic cultures believe that conflictA. Should be handled directly and openly.

B. Can be dysfunctional.

C. Should deal with substantive and relational issues together.

D. Should result in a winner and a loser.

18


Three Forms of Conflict

• Pseudo conflict– Reflects lack of understanding

• Simple conflict– Stems from differences

• Ego conflict– Based on personal issues, attacking self-

esteem19


Conflict Phenomenon

• Symbolic displacement– Behavior expression of unconscious meaning

• Serial arguments– Arguments on same issue occurring at least

twice

• Irresolvable conflicts– Impossible to resolve

20


Relationship Types Based on Power

21


Challenge Question

When power in a romantic relationship continually shifts from one person to the other, the relationship is said to beA. Complementary

B. Symmetrical

C. Parallel

D. Elliptical

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Answer

When power in a romantic relationship continually shifts from one person to the other, the relationship is said to beA. Complementary

B. Symmetrical

C. Parallel

D. Elliptical

23


Conflict Management Styles

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Challenge Question

• A conflict management style that seeks a win-win resolution is calledA. Cooperative

B. Confrontational

C. Nonconfrontational

D. passive

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Answer

• A conflict management style that seeks a win-win resolution is calledA. Cooperative

B. Confrontational

C. Nonconfrontational

D. Passive

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Conflict Management Skills:Strategies to Manage Emotions

• Select a time and place to discuss conflict

• Plan your message

• Monitor non-verbal messages

• Avoid personal attacks

• Use self-talk

27


Manage Information

• Clearly describe the conflict-producing events

• “Own” your statements by using “I”

• Use effective listening skills

• Check your understanding 28


Manage Goals

• Identify your goals and your partner’s goals

• Identify where goals overlap

29


Manage the Process

• Resist developing solutions until:– Problem and goals clearly defined

• The more solutions identified– Chances of success are greater

• Systematically discuss the pros and cons

30

Copyright © 2010, 2007, 2004 Pearson Education, Inc 1 Prepared By: Renee Brokaw University of North...

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